UNIVERSITY OF HOUSTON SYSTEM
ADMINISTRATIVE MEMORANDUM
SECTION:
Human Resources
AREA:
General
NUMBER: 02.A.05
SUBJECT: Employee Relations, Grievance, and Appeal
1.
PURPOSE
The University of Houston System has a formal commitment to the establishment and
maintenance of a constructive problem-solving mechanism for the resolution of employee
grievances. The purpose of this policy is to provide a means whereby any employee who
feels that he or she has been subjected to unfair, discriminatory, or abusive treatment may
be assured of a prompt, orderly, and fair response to his or her grievance or appeal.
2.
POLICY
2.1.
System policy requires that all employees be treated fairly and consistently in all
matters related to their employment. System employees have the right to express
a grievance through informal and formal avenues.
2.2.
Wherever possible, employees are encouraged to pursue the resolution of jobrelated concerns through informal processes developed for and maintained by
each component university. In the event that a grievance cannot be resolved
through informal channels, formal component university-specific procedures may
be activated. Promptness in resolving job-related concerns is a necessary
condition of equity. Each individual is encouraged to become familiar with his or
her responsibilities and rights as an employee. Questions concerning each
component’s staff grievance and appeals procedure should be addressed to the
departmental supervisor or the component university’s human resources
department.
2.3.
It is the policy of the System to provide both informal and formal avenues of
resolution for employee job-related issues, or for any perceived violation of
System policies and procedures, and state or federal employment laws.
Intimidation, harassment, coercion or reprisal against any employee for good-faith
presentation of a grievance is prohibited.
2.4.
This grievance policy has been established in the interest of due process. It is a
means to ensure employees have a method of redress in those instances where
they feel they have been treated unfairly. Grievances may include, but are not
necessarily limited to, dismissal, involuntary transfer, and demotion. Assignment
of duties, determination of work hours and other management responsibilities are
reserved as management rights and are not subject to grievance.
August 24, 1992September 4, 1990; Revised January 22, 2016
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AM No. 02.A.05
2.5.
3.
Each component university will develop and maintain policies and procedures
that provide for the following:
•
Coverage of the policy and procedures;
•
Informal grievance resolution;
•
Formal grievance resolution;
•
Prompt resolution at each stage;
•
Impartial review of employee concerns;
•
Documentation of both informal and formal processes;
•
Clear communication of employee concerns and relief sought;
•
Instructions for conducting formal hearings;
•
Clear communication of final decisions;
•
Prohibition against retaliation for good faith;
•
Participation in the grievance process; and
•
Reasonable confidentiality.
POLICY COMMUNICATION
3.1.
Each component university’s grievance and appeals policy and procedures shall
be communicated to every new employee during employee orientation. Each new
employee will be furnished information regarding the location of the component
university’s policy on the component university’s web site. Each departmental
supervisor is responsible for establishing a mutual understanding with his or her
employees of the need to resolve problems objectively with freedom from fear of
retaliatory consequences or reprisals.
3.2
The policy of the University of Houston (UH) is to ensure equal opportunity in all
its educational programs and activities, and all terms and conditions of
employment without regard to age, race, color, disability, religion, national origin,
veteran's status, genetic information, or sex (including pregnancy), except where
such a distinction is required by law. Additionally, UH prohibits discrimination
in all aspects of employment and educational programs on the basis of sexual
orientation, gender identity, or gender expression
August 24, 1992September 4, 1990; Revised January 22, 2016
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AM No. 02.A.05
4.
5.
REVIEW AND RESPONSIBILITY
Responsible Party:
Associate Assistant Vice Chancellor for FinanceHuman Resources
Review:
Every five years on or before September 1
APPROVAL
Approved:
Carl P. Carlucci
Executive Senior Vice Chancellor for Administration and Finance
Renu Khator
Chancellor
Date:
December 1, 2010
REVISION LOG
Revision
Number
Approval
Date
Description of Changes
1
09/04/1990
Initial edition
2
08/24/1992
Revised Section 1 to add provisions of Article 5154, Section 6,
VACS. Emphasized Human Resources as Personnel Office in
Section 2.2. Revised Section 2.3 to add state or federal
employment laws to informal and formal grievance. Added
Section 2.5 on each component campus developing and
maintaining grievance policies and procedures based on several
criteria. Removed Section 3 on Informal Grievance procedure,
and removed Section 4 on Formal Grievance Procedure. Revised
Section 3 on Policy Communication to place responsibility of
communication with department supervisor. Removed Section 6,
Procedures for Conducting Grievance Hearings
August 24, 1992September 4, 1990; Revised January 22, 2016
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AM No. 02.A.05
Revision
Number
Approval
Date
Description of Changes
3
06/01/2008
Applied SAM Template to meet current documentation standards.
Removed information about Article 5154, Section 6, VACS from
Section 1, along with the documentation regarding for detailed
policy and procedures by each component system to handled
employee grievance and appeal. Revised Section 2.1 to remove
judgment principles. Removed Personnel Office from
Section 2.2. Changed responsible party from Vice Chancellor for
Administration and Finance to Assistant Vice Chancellor for
Human Resources. Changed review period from odd numbered
years on or before August 31st to every three years on or before
August 31st. Added Vice Chancellor for Administration and
Finance to approval cycle in Section 5.
4
12/01/2010
Applied SAM Template to meet current documentation standards.
Changed the responsible party from the Assistant Vice Chancellor
for Human Resources to the Associate Vice Chancellor for
Finance. Changed the review period from every three years on or
before August 31st to every five years on or before September 1st.
Removed Section 6, Indexing Terms
5
TBD
Applied SAM Template to reflect current documentation
standards and added new SAM Revision Log. Added Section 3.2
GENDA statement. Changed responsible party from Associate
Vice Chancellor for Finance to Assistant Vice Chancellor for
Human Resources. No additional changes were made by the
Subject Matter Experts (SMEs)
August 24, 1992September 4, 1990; Revised January 22, 2016
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